Teachers hopeful about talks

Voter approval of levy hike boosts optimism about pay increase

Apr. 7, 2013

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Salary trends

Pay increases for Springfield Public Schools can come from a cost-of-living bump or by moving up a “step” on the salary schedule for that position. Specifics can vary based on what was agreed upon, through collective bargaining, for each employee group that has elected to have representation. Here is a quick look at increases in the past five years: • 2012-13 — Step increase and 1 percent cost-of-living for almost all employee groups. (Bus drivers received step and realignment of schedule while custodians received step only) • 2011-12 — Step increase and 1 percent cost-of-living for almost all employee groups. (Multiple groups experienced a schedule reduction, typically of 2-4 days, which reduced pay). • 2010-11 — No step or cost-of-living increase • 2009-10 — A .5 percent cost-of-living bump but steps frozen for all employee groups. • 2008-09 — Step increase and 2.5 percent cost-of-living for all employee groups.

Springfield teachers are more optimistic about this year’s contract talks — and the size of a possible pay increase — following voter approval Tuesday of a levy hike.

They hope any salary increase eventually approved as part of the district’s 2013-14 budget will start to make up financial ground lost during recent years, when pay raises were small or nonexistent.

“The community has shown its support by passing the levy and bond, and that is so welcome,” said Ray Smith, president of the Springfield National Education Association, the elected representative for the large employee groups. “We are going to work with the district to see what they are going to restore in order for us to get the best teachers and retain them.”

The 20-cent tax levy hike, phased in over two years, will generate an additional $6.4 million in revenue to hire teachers and cover day-to-day expenses. Also on Tuesday, voters approved a $71.65 million bond issue to build a new elementary school, add elementary classrooms, upgrade technology and renovate two high schools.

District officials have expressed interest in boosting teacher pay but have remained tight-lipped about any specifics. In mid-March, Chief Financial Officer Steve Chodes said the amount of funding available to improve salaries and benefits will emerge as part of the contract talks and budget process.

The school board is expected to get its first look at the 2013-14 revenue and spending plan at Tuesday’s study session.

“We have started the (budget) process, but decisions haven’t been made yet,” Chodes said.

A review of teacher pay increases over the past five years shows a tiny bump in 2009-10, no increase in 2010-11 and relatively small raises in the past two years. Over the same period, in select years, employees have been asked to contribute more to retirement or pay more to provide health coverage to dependents.

“Teachers have made their share of sacrifices in those years,” Smith said.

Board president Tom Prater said the board will provide direction about staff pay increases after members get a look at the proposed budget.

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“We’ve got to know what our starting pot is before we know how to divvy it up,” he said.

Annual pay increases can come through cost-of-living adjustments or activation of the salary schedule, a ladder of pay increases for specific positions based on gaining more experience or education. Those are decided through a collective bargaining process between the district and five different employee groups.

Employee salary and benefits make up about 80 percent of the district’s annual operating budget. An across-the-board cost-of-living increase costs the district about $1.1 million a year, while “step” increases, which vary based on where employees are on the salary schedule, cost an additional $2.3 million a year.

Parker McKenna, human resources director for the nearly 25,000-student district, said “collective bargaining” is under way with the five groups, but each of the contract talks is slightly different. Details typically are not divulged until the contracts are approved and released to the public.

Four groups — teachers, custodians, bus drivers and nurses — are negotiating changes to current contracts while the secretaries are crafting an inaugural contract.

It is the practice of the district to start contract talks by covering “non-economic” issues, such as workplace conditions, before tackling economic topics.

“We have two groups whose non-economic issues are up for renewal this year. That’s the nurses and the teachers,” he said. “During that part of the process, either side can present proposals relative to non-economic issues and we can come to an agreement, which we’ve done.”

McKenna said now is the time to start talking about pay and benefits.

“Our target for that is the month of April,” he said. “We try to begin and end in the month of April.”

The final budget, including pay increases, must be approved by the board by June 30.